What Does EE Stand for in HR?

by John Parker, Demand Media

EEO extends to those seeking employment as well as to existing employees.

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When used in the context of “HR,” or human resources, “EE” stands for “equal employment,” better known as “equal employment opportunity,” or “EEO,” catch-all terms that describe the various laws, regulations and jurisprudence that prohibit specific categories of discrimination in employment practices within the U.S. EEO protects the rights of those who apply for employment with an enterprise, as well as the rights of individuals who are already in its employment.

The Civil Rights Act

Title VII of the Civil Rights Act of 1964 appears in Title 42, Chapter 21, of the U.S. Code. Sub-chapter VI of Chapter 21 is entitled, “Equal Employment Opportunities,” and specifically prohibits “discrimination in hiring, promotion, discharge, pay, fringe benefits,” or any other aspect of employment, based upon “race, color, religion, sex (including pregnancy), or national origin.” The prohibition of discrimination based upon religion requires employers to make reasonable accommodation for the religious practices of an employee or prospective employee if doing so will not cause the employer “undue hardship.” The protections of this law are applicable against all employers, both private and public.

The Americans with Disabilities Act

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, which appear in Title 42, Chapter 126 and Title 47, Chapter 5 of the U.S. Code, prohibit discrimination against employees and prospective employees based on a disability in the context of, again, “hiring, promotion, discharge, pay, fringe benefits,” etc. As with the context of religious practices, employers are required to make reasonable accommodation for disabilities if such accommodation does not cause the employer undue hardship.

The Age Discrimination in Employment Act

The Age Discrimination in Employment Act of 1967, as subsequently amended, provides specific protection for employees and those seeking employment who are aged 40 years or older, with respect to hiring, promotion, discharge, pay, etc. The Equal Employment Opportunity Commission, or EEOC, enforces this act.The Age Discrimination Act of 1975, which appears in Sections 6101 through 6107 of Title 42 of the U.S. Code, prohibits age discrimination at any age, not just ages 40 and over, in the context of programs that receive financial assistance from the U.S. government. The U.S. Department of Labor enforces this act.

The Genetic Information Nondiscrimination Act

The Genetic Information Nondiscrimination Act of 2008 appears in Title 42, Chapter 21F of the U.S. Code, and protects against discrimination in the context of employment practices based upon genetic information. Variations in DNA may enhance an individual’s chances of contracting a specific disease. This Act prohibits employers from taking employment action based on such information.

Retaliation

The Civil Rights Act, Americans with Disabilities Act, Age Discrimination in Employment Act and Genetic Information Nondiscrimination Act each prohibits an employer from acting in retaliation against any employee or prospective employee who files a claim or makes a complaint of discrimination under any of those acts.

About the Author

John Parker is the long-standing editor of an internationally distributed technology magazine. Since 1975, his wide-ranging writing career has encompassed diverse projects spanning from legal boilerplate to editorials to technology tutorials. Parker holds a Doctor of Jurisprudence.

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